Routinely Positive Message
It is said that change is the only constant thing in life. There are two types of changes, the voluntary change and the involuntary one. Our company will be undergoing the latter for the next few months for reasons discussed below. After much thought, evaluation, and consultation, I have decided to restructure the organization and give it a new outlook. The current model we have been using has been in play since the company was founded, and I firmly believe that it is not serving us adequately. There have been a couple of management changes since the founding of the company, and all have been experiencing the same problems. Instead of changing the players, I have decided to change the tactic. By doing away with the old model and adopting the new one, I put the organization in a better position to grow and develop significantly. The new model will open the business up to the world, attracting both potential stakeholders and shareholders.
Unlike the olden structure, the new system seeks to improve and stretch the capacity of every employee. Therefore, I will be doing away with job specialization and division of labor. Being in one position for an entire career can be demotivating to employees and less challenging. Consequentially, output, and productivity are significantly reduced. The new model will be based on shifts and frequent reorganization of employees. This method aims to ensure that everyone is well acquainted with the various departments and can efficiently work there when need be. It came to my concern that stakeholders and investors were losing interest and confidence in the company. The above can be attributed to the company’s losses because of the various gaps in skilled labor. The gaps resulted from individual employees being absent from work for multiple reasons such as annual leaves, maternity leaves, personal emergencies, and sick leaves. The missing members would then have their work piling and slowing the organization’s progress.
The new model will solve this problem by ensuring that employees can perform more than one company’s roles. Therefore, the absence of one or more members will not interfere with the company’s productivity. Putting everyone into their optimum function will ensure that no member is overworked and cuts on overtime expenses. Reducing the company’s operational costs is the first step in reducing the corporate debt that is becoming difficult to manage.
Routinely Negative Message
To: All employees
From: Head of business
CC: Management team
Date: 20th October 2020
Re: Restructuring of the Organization
It is with deep disappointment in your performance that I have decided to restructure the organization. I hate to be the bearer of bad news, but the company’s general understanding has been lacking. The individual performance of employees is even worrying. In the past two months, I have been visiting some of you at the departmental level on selected days. Below are some of the things I picked up.
Most of you are spending a dangerous amount of time gossiping in groups. There are selected people who are never on their desks. Whereas it is okay to catch up and have a light talk to ease up the work tension, you cannot spend the entire day on a friend’s department. Not only does this affect your performance negatively, but it also slows the work of others. This behavior will not be tolerated, and after restructuring the organization, I expect full compliance and commitment to your assigned work. Secondly, another group of people spends too much time on social media during office hours. I decided to share the company’s internet with all employees to enhance communication and reduce unnecessary trips to the shop. However, I have realized that some of you are using the company’s wifi to surf the web, watch movies, and chat on social media. If this behavior persists after restructuring, I will liaise with the IT department to block all personal gadgets from accessing the company’s wifi.
The supervisors are doing an abysmal job at meeting the set guidelines and goals. I am tired of getting excuses that some of you are unable to deliver hence, making your supervisors’ work hard. I will dissociate all supervisor positions and keep them open. Only the dedicated employees with a strong sense of leadership will be awarded these positions. I will also introduce a performance appraisal system that will be purely based on productivity. The performance appraisal exercise will be done twice annually, and according to your scorecard, I will review your salaries upwards or downwards. Finally, after the restructuring process, I will allow a two-month grace period to adapt to your new positions, roles, and new organizational model.